ENVIRONMENT: BUILD the organisation’s people power and capabilities through recruitment, onboarding, retaining and development as the next high driven Talent Manager sought by a national coalition of NGOs and partners in Joburg. The ideal candidate must possess a suitable Degree or equivalent evidence of learning & capabilities with evidence at some point of excellence & analytic ability - not necessarily in “Human Resources”. You will also need at least 5 years relevant professional experience in roles like Talent Acquisition, Talent Management, HR Business Partner etc. AND/OR in “people” and/or “talent”-related work like leadership development, change “management”, organisational development, etc. DUTIES: Recruit new employees & partner with Department Heads and coaching Hiring Managers. Onboard newcomers & partner with Department Heads and coaching relevant People Managers. Co-create the conditions that retain employees and enable them to perform-and-develop in their roles - Partner with Department Heads and support, guide, collaborate with, and coaching People Managers in - Coordinate - Monthly org-wide staff meetings. Twice-annual staff retreats. Convene then coordinate a forum for interns and/or inexperienced employees. Manage employee information for decision-making and risk mitigation. REQUIREMENTS: Qualifications - Minimum Degree or equivalent evidence of learning & capabilities with evidence at some point of excellence & analytic ability - not necessarily in “Human Resources” Relevant subsequent qualifications advantageous. Experience/Skills – Minimum 5 years relevant professional experience in roles like Talent Acquisition, Talent Management, HR Business Partner etc. AND/OR in “people” and/or “talent”-related work like leadership development, change “management”, organisational development, etc. Some experience in recruiting is preferred — or else a clear, strong appetite to learn. People and team management experience and insights strongly preferred – Self-awareness. Interpersonal & relational “intelligence”. Feedback and/or “learning conversation” skills, incl. regarding “difficult conversations”. Coaching skills and/or experience. Clear orientations in practice to - Employees as people (human beings) playing roles in complex organisational and wider contexts. People and team managers as primarily responsible for managing people-in-roles, their performance-development, and associated decision-making. Talent and/or People function as focused on collaborating to create the conditions for success — more than Administration, Compliance, Risk Management, etc. ATTRIBUTES: Clear curiosity and track record of learning, including openness to and appetite for feedback. Demonstrated ability to see and realise the big picture while attending to details. Professional communication skills. Advantageous: familiarity with (and experience of) “systems thinking” and/or approaches to complexity.#J-18808-Ljbffr